How to manage employee sexual harassment complaints

Submitted by lalitkhungar on Sun, 2006-12-31 16:52. Complaints | employee | How to manage | sexual harassment

Recently there are flood of cases of sexual harassment in the offices which are true as well as false. I invite the readers to give their guidance to such victims.

Here the first question will be that the complaint is true or false. In other words that the employee has been harassed or not.. Any uninvited verbal or physical overture towards a female employee justifies the complaint.. In such cases the actual words do not matter .The decision of the investigating officer, that the action or words are sexual in nature.

In case of such complaint against you should find out the specific details of the complaint.. This is part of your rights along with the details of the complaint, find out the proof or evidence offered by the employee. Find out all the information about the date ,place, names and the details of said harassment.

Now compare the incidents of complaint with your memory about the actual story. Try to analyze the whole incidents which could have been misinterpreted as the sexual harassment. Only after collecting all the appropriate information about the allegations and comparing your thought process respond to the serious allegations.

You must consult a competent attorney who must have handled such cases. Because your reputation is involved in both the cases of being innocent or guilty. You may meet the investigating officers .But represent yourself by a lawyer..

Some important precautions during the case must be taken .Behave with every employee in a normal way including the complainant. Do not try to meet the complainant or talk to, outside the routine matters..

If you feel that you have actually done the sexual harassment.. You must think about the alternative place of work .Because it is going to be difficult to work effectively as a manager.

I invite all to give solution to solve such problems .

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